A Comparison of Three Job Engagement Measures: Examining their Factorial and Criterion‐Related Validity

Abstract

Collectively, these findings suggest that the Shirom vigor measure may provide better insight into whether and how much a person is 'into' his or her job. The Schaufeli measure was a good predictor of important work outcomes, but when job satisfaction and affective commitment were controlled, it lost its predictive validity. We were not able to confirm the three-factor structure of the Schaufeli measure. Two components of the Shirom vigor measure predicted turnover intentions after controlling for job satisfaction and affective commitment, suggesting less overlap with those constructs than the Schaufeli measure of engagement. This research adds important information on the nature of engagement and is expected to contribute toward a better understanding of the construct itself, as well as its measurement.

Evidências adicionais de validade da UWES-9 em amostras brasileiras

“…Considerando-se que a satisfação no trabalho (vínculo afetivo com o trabalho decorrente de experiências laborais prazerosas; Siqueira, 2008), o florescimento no trabalho (sentimentos de prosperidade no e pelo trabalho expressos em emoções e motivações positivas dirigidas às atividades laborais) (Bono, Davies, & Rasch, 2011) e a paixão harmoniosa pelo trabalho (sentimentos positivos em relação ao trabalho, que levam o indivíduo a investir força e energia interna na realização de suas tarefas laborais) (Vallerand & Houlford, 2003) também consistem em expressões de sentimentos e afetos positivos focalizados no trabalho (Wefald et al, 2012), foi hipotetizado que todos esses construtos se apresentariam fortemente correlacionados, o que de fato ocorreu.…”

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

“…Viljevac et al 100 conclude: 'our results suggest that neither measure should be considered an adequate measure of work engagement' (p. 3706). Wefald et al 101 could not confirm the three-factor structure of the UWES, and found, further, that the measure was not able to predict a range of outcomes when satisfaction and affective commitment were controlled for.…”

“…Vera et al 188 found that all three dimensions (vigour, dedication and absorption) were correlated with job satisfaction. Wefald et al 101 found that vigour and dedication, but not absorption, were significantly (and positively) associated with job satisfaction, whereas Høigaard et al 118 found that only dedication was significantly (and positively) associated with job satisfaction after self-efficacy was controlled for. These inconsistencies highlight the issue of analysing the dimensions rather than the composite whole of engagement.…”

“…With regard to the UWES and the Britt 102 scale, Wefald et al 101 conclude: 'these findings potentially suggest that the way engagement is typically measured may be inherently flawed, and that engagement, as measured by both Schaufeli and Britt, may be redundant with the more established constructs of job satisfaction and affective organisational commitment' (p. 87). These findings suggest that some degree of caution should be exercised in interpreting the findings of quantitative engagement studies.…”

“…72,141,168,166,167,173 All found that engagement was positively associated with organisational commitment. Wefald et al 101 examined which dimensions and measures of engagement were most associated with organisational commitment. They found that vigour and dedication (but not absorption) of the UWES and the physical strength dimension of Shirom's 84 vigour construct were significantly (positively) associated with organisational commitment.…”